Penelitian ini bertujuan untuk menganalisis pengaruh procedural justice, perceived diversity, dan learning goal orientation terhadap job performance melalui peran mediasi job self-efficacy dan work engagement, serta peran moderasi knowledge-oriented leadership dalam perspektif Social Cognitive Theory. Studi cross-sectional ini menggunakan pendekatan kuantitatif dengan teknik pengambilan sampel purposive sampling pada 197 karyawan tetap pada bagian operasional, administrasi, leader, dan supervisor di PT. XYZ, sebuah perusahaan multinasional di Indonesia. Data dianalisis menggunakan Partial Least Square-Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa procedural justice dan learning goal orientation berpengaruh positif terhadap job self-efficacy dan work engagement, sedangkan perceived diversity tidak memiliki pengaruh yang signifikan. Knowledge-oriented leadership memperkuat pengaruh antara perceived diversity dan learning goal orientation terhadap job self-efficacy, namun memperlemah pengaruh antara procedural justice dengan job self-efficacy dan work engagement. Job self-efficacy maupun work engagement terbukti berpengaruh positif terhadap job performance. Analisis Importance-Performance Mapping Analysis (IPMA) mengidentifikasi job self-efficacy dan learning goal orientation sebagai area prioritas untuk peningkatan kinerja. Temuan ini memberikan kontribusi teoretis pada pengembangan Social Cognitive Theory dalam konteks organisasi dan implikasi manajerial dalam mengoptimalkan job performance melalui peningkatan procedural justice, learning goal orientation, job self-efficacy, dan work engagement. / This study aims to analyze the influence of procedural justice, perceived diversity, and learning goal orientation on job performance through the mediating roles of job self-efficacy and work engagement, as well as the moderating role of knowledge-oriented leadership within the Social Cognitive Theory perspective. This cross-sectional study uses a quantitative approach with a purposive sampling technique on 197 permanent employees in operational, administration, leader, and supervisor divisions at PT. XYZ, a multinational company in Indonesia. Data was analyzed using Partial Least Square-Structural Equation Modeling (PLS-SEM). The results show that procedural justice and learning goal orientation positively influence job self-efficacy and work engagement, while perceived diversity does not have a significant effect. Knowledge-oriented leadership strengthens the relationship between perceived diversity and learning goal orientation on job self-efficacy but weakens the relationship between procedural justice and both job self-efficacy and work engagement. Both job self-efficacy and work engagement positively influence job performance. The Importance-Performance Map Analysis (IPMA) identifies job self-efficacy and learning goal orientation as priority areas for performance improvement. These findings provide theoretical contributions to the development of Social Cognitive Theory in organizational contexts and managerial implications in optimizing employee performance through enhancing procedural fairness, learning orientation, self-efficacy, and work engagement.